Essay on Cross-Generational Communication Across Five Generations

This essay delves into the complexities of cross-generational communication within organizations, focusing on the differences and similarities between five distinct generations: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. It explores how generational gaps impact communication styles, decision-making processes, and feedback preferences in the workplace. The essay highlights the influence of technology on each generation and examines common misconceptions, such as the 'sense of entitlement' often associated with Millennials. Furthermore, the essay addresses potential conflicts, such as those arising from differing views on social networking and productivity, and suggests effective communication as a key strategy for resolution. The essay emphasizes the importance of understanding and managing cross-generational dynamics to enhance organizational effectiveness and maximize profits.

Running Head: MANAGEMENT
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Management
4/14/2019

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The essay brings about the discussion on the concepts of the cross-generation communication
with the employee age groups in context to the organisations. A generational gap refers to the
difference of opinions between one generation and other in reference to their beliefs.
Therefore, the discussion will include the differences between generations at work, and
similarities, and other aspects will be explored in the essay in relation to the case of a
manager and employee’s relationship.
Cross-generational communication
The aspect of cross-generation communication in workplace is very common as managers
communicate differently with people from different generations. The main difference
between these five generations is observed in respect to the decision-making process. As
younger generation, people take decisions faster, show willingness to take risks than other
generations (Stiehr et al., 2018).
Another larger difference amongst these five generations is observed in terms of feedback
equation. For an example, older employees like to have a formal feedback such as
documented feedback or review. On the other hand, Gen X employees like to receive
frequent feedback, and understand it to be accompanied with their achievements (Bencsik et
al., 2016).
Five generations in the workplace includes:
Traditionalists- born before 1945
Baby boomers- born 1946 to 1964
Generation X- born 1965 to 1980
Generation Y or Millennials - born 1981 to 1995
Generation Z- born 1996 to 2012.
Similarities or differences in five generations help or assist organisations in staffing in order
to provide goods and services to maximise the profits of organisation. Some of the points of
similarities have found as:
Research has shown that the generation X has similar aspects to the Boomers such as wanting
to produce more and excellent work and show dedication. Moreover, both the generation

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relied more on the use of technology, i.e. stating the need in organisations (Clark, Kevin,
2017).
One of differences between the Xers and Boomers is regarding the performance and levels of
communication. As Xers in the organisation, do not score as high as the Boomers in the
management and their role in communication and service. In terms of career goals, and
related aspects Traditionals wants to build a legacy, Boomers want to build a stellar career,
Xers want to build a portable career, and Millennial want to build parallel careers (Wiedmer,
Terry, 2015).
The impact of technology on each generation has found through research in different manner,
as it changes the way generations communicate with each other. Millennials believe that
using; technology makes their life easier, compared to 31% of the Generation X and just 18%
of baby boomers.
Sense of Entitlement: This has been one of the major misconceptions about the millennials as
they never cared for their job at the first place, and no work ethic has regarded another
misconception about all the generations. Now, the discussion will define about the aspects
that a boomer manager worries about the privacy and productivity of social networking and a
Gen Z employee who wants to use these tools on the job (Chakradhar et al., 2018).
Furthermore, to resolve the conflicts between the boomer managers who want to retain the
privacy and productivity aspects of social networking, and the Gen Z employees. One
important thing can be done is to ensure effective communication as the Gen Z employees are
serious with their purpose and often have different perspectives of using technology and other
related tools.
To conclude the above discussion it has been analysed that cross-generational communication
is considered important in the workplace. These concepts related to the five types of
generations in the workplace has been illustrated in the above essay.

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References
Bencsik, Andrea, Gabriella Horváth-Csikós, and Tímea Juhász. "Y and Z Generations at
Workplaces." Journal of Competitiveness 8.3 (2016).
Chakradhar, Kala, Paula J. Waddill, and Kelly A. Kleinhans. "Resilience and the
multigenerational academic work environment in the United States." Journal of
Intergenerational Relationships 16.4 (2018): 374-394.
Clark, Kevin R. "Managing multiple generations in the workplace." Radiologic
technology 88.4 (2017): 379-396.
Stiehr, Ericka Sanner, and Roxanne K. Vandermause. "Can’t we all just get along? A dual-
theory approach to understanding and managing the multigenerational workplace." Journal of
Organizational Psychology 17.2 (2017): 103-110.
Wiedmer, Terry. "Generations do differ: Best practices in leading traditionalists, boomers,
and generations X, Y, and Z." Delta Kappa Gamma Bulletin 82.1 (2015): 51.